Termination Considerations for the CSA An analysis of provisions related to client service agreement termination and other "winding up" issues at the end of the PEO-client relationship by Robert C. Rice, Esq. of Rice & Associates. (2004)​

Employer Status and the PEO Relationship — The importance of employer status in the evolution of the PEO industry. An examination of the current role and interpretation of employer status of PEOs under state and federal law. (2008)

Applicability of State FMLA Laws to PEOs and Their Worksite Employers — It is important for PEOs to understand state laws that parallel and often add to the federal Family and Medical Leave Act (FMLA). The new federal FMLA regulations provide a two-step analysis in a PEO situation. If the PEO is not considered a joint employer, there is no FMLA responsibility for the PEO and all analysis is done at the client level. If the PEO is determined to be a joint employer, the client is most commonly considered the primary employer, and the second step in the analysis is determining whether the client is a covered employer and whether the PEO has any obligation to individuals jointly employed. This NAPEO Legal ReviewTM addresses these states, which have leave laws: California, Connecticut, District of Columbia, Hawaii, Maine, Massachusetts, Minnesota, New Jersey, Oregon, Rhode Island, Vermont, and Washington, by Todd Van Dyke and Ted Kazaglis of Jackson Lewis LLP.​ (2011)

Professional Employer Organizations and the National Labor Relations Act — Updated overview on the NLRA, including application of the NLRA to PEOs and clients, joint employer doctrine, liability for unfair labor practices, obligations to bargain, the doctrine of unilateral action, the secondary boycott doctrine, practical considerations for PEOs, strategies, and an outline of the NLR, by Mason G. Alexander, Esq., and John M. Polson of Fisher & Phillips LLP (2007)